Learning and Development: Organisational Learning and Learning Organisations

This article explores the concepts of organisational learning and learning organisations and their significance in improving the skills, competencies, and performance of employees in a business organisation. It discusses the process of organisational learning and its components, as well as the characteristics and advantages of learning organisations. The relationship between organisational learning and learning organisations is also examined, highlighting their role in gaining sustained competitive advantage.

Learning and
Development

INTRODUCTION
Learning and development relates to the systematic process that is used to enhance and
improve the overall skills, competencies, knowledge of a business organisation’s employees
through which the operational performance and productivity of the employee can increase, for
the benefit of the business organisation. Learning relates to the process of acquisition of
knowledge, attributes and skills by the business organisation’s employees while development
relates to the deepening and broadening of operational knowledge of the employee aligning this
with their overall development objectives (Geppert, 2017). Such learning and development
operations are of immense importance for a business organisation as when the employees and
workforce of a business organisation are increasingly skilled, talented, experienced and
knowledgeable, this allows for the business organisation to effectively conduct its daily
operations in a successful manner, over a prolonged sustained period of time.
MAIN BODY
Business organisations can make use of various operational methods with the intention to
enhance and improve the overall performance, productivity and efficiency of the business
organisation in consumer markets. There exist numerous factors within the internal and external
operational environment of any business organisation that can adversely impact the operational
performance of thebusinessorganisation such as economic failures, incompetent leadership or
management, unintended organisational changes, intense competition etc., With this in mind,
business organisations can make use of two distinct concepts of learning organisations and
organisational learning in order to effectively improve and enhance their organisational
performance.
Concept of Organisational Learning:
The process of organisational learning is described as the learning that is primarily based
on corrections and detections, with organisational learning being a reactive
approach.Organisational learning is the business process through which a business organisation
creates, retains and transfers its operational knowledge within the business organisation.

Organisational learning relates to the ability of a business organisation togain insight,
understanding and vision from their operational experiences of the business organisation and its
employees through the processes of experimentation, evaluation, observation and an inherent
willingness to examine both failure and success of the business organisation. Organisational
learning is made up of three main components which are as follows:
 KnowledgeCreation
 Knowledge Retention
 Knowledge Transfer
The concept of organisational learning does not place any significance on evaluating the overall
effectiveness or latent potential of an individual that is learning and the concept of organisational
learning also does not result in any kind of behavioural change or pattern change within the
learning individual (Barnard, 2020). Organisational learning is of immense importance to a
business organisation because of the following reasons:
 Organisational learning increases the overall job satisfaction of the business’s employees.
 Business organisations engaging in organisational learning process tend to observe
decreased turnover rates.
 Organisational learning operations allow for a business to effectively increase its
operational performance, productivity and profitability.
 Organisationallearning also improves the overall ability of a business to adapt and
become flexible.
Concept of Learning Organisations:
Learning organisations is described as the business process that allows for the employees
of a business organisation to improve and enhance their skills, knowledge, experience and
competencies through various different aspects such as capacity building, knowledge sharing
etc., Learning organisations tend to continuously engage in the development of their employees
by facilitating their training and analysing the overall capabilities of their employees.Learning
organisations are highly performance oriented, with learning organisations consistently driving
towards their objective achievements and evaluative organisational tools that are able to identify,
encourage and analyse the quality of overall learning processes used within a business

organisation (Pedler and Burgoyne, 2017). The managerial role of a learning organisation relates
to developing their subordinates and employees, with the manager of a business developing their
successor as part of a contingency strategy. Learning organisation is a proactive approach and
ultimately relates to the ability of a business organisation to enhance the ability and
competencies of its employees in order to improve the overall performance of the business
organisation. The main advantages of learning organisations are as follows:
 Learning organisations allows for maintaining competitive levels of innovation.
 Learningorganisations allow for increase in the employee’s performance and efficiency.
 Learning organisations are able to improve operational quality at all levels of the
business.
 Learning organisations are able to improve the long term decision making of employees
of a business.
Relationship Between Organisational Learning and Learning Organisations:
There exists a direct relationship between learning organisations and organisational
learning within a given business organisation as both of these concepts allow for any given
business organisation to gain a sustained competitive advantage within its operational industries,
allowing for the business organisation to successfully conduct its future operations over a
sustained period of time. Business organisations require both organisational learning and
learning organisations in order for them to be able to effectively cope up with the various
challenges present to them from the external environments. Both these concepts can allow for
business organisation’s employees to possess increased technical skills, quick decision making
skills etc. (Souza, Sousa and Nunes, 2018). Through the concept of learning organisations, the
employees of a business organisation can come to practice these skills as part of their daily
operations, while through the concept of organisational learning, the business’s employees gather
such skills through their individual operational experience, tackling the various difficult business
situations and paradigms. Irrespective of the differences, both the concepts of organisational
learning and learning organisations are vital for a business organisation to gain sustained
competitive advantage.

Both organisation learning and learning organisations have strong correlation within each
other as they enable flexibility and dynamic goals within functional paradigms onto where there
are technical expertises focused on which also built on decision making goals. The learning
paradigms enable business situations to be widely reflectively focused onto working operations
for enhancing functional goals, new creative development and wider experimental within
business avenues. Both concepts have profound sustainable competitive advantage onto
strengths, higher synergy of goals and reflectively yielding onto yearning maximum
fundamentals and long term sustainable performance avenues. It focuses on enhancing
employees skills, boosting their morale and working hemispheres within experiences and in
sustainable competitive advantage paradigms (Hosain, 2019). There has been various companies
found within industry which are strongly focusing for bringing on diverse training avenues,
fundamentally gaining stronger technical innovation advancement functional effective formation
of goals further onto new paradigms. The learning company environment profoundly develops
continuous practise of various skills, experiences in order to evolve onto working parameters
where employees commitments towards goals within teams is also enhanced. There has been
various determinants developed within learning procedures where companies are coming on for
gaining stronger functional avenues to relatively work onto wider goals.
However there are some major differences within both which can be analysed onto their
wide reach and new functional avenues where organisation learning and learning organisations
can be understood onto wider paradigms (James, 2017). Organisation learning is process where
employees act based on their experiences and knowledge which management pools in them for
enhancing their knowledge and skills potentially gained from leaders and supervisors under
dynamic working conditions. It can be understood as one of the most efficacy progressed
avenues where skills are worked on by employees within companies for recognising wider
goals, structural efficiency and purposive functional structure. The organisation learning is an
over going procedure wher there are various paradigms enabled for technical progression onto
wider innovative goals and new working synergy which motivates them commercially and also
professionally for bringing on wider goals. Whereas, learning organisation is an inbuilt metrics
where employees are continuously developed and worked on to improve their capacities, work
with new innovation and new productive functional structure through which dynamic strength is
inbuilt. The learning organisation focuses widely to bring on various innovative models of

operations, bring on new capabilities and handle diverse business situations within company
structure goals onto where there are wide goals framed (McShane, Olekalns and Martin, 2018)
Learners focus onto training and development programs by working onto avenues where
major competent skills are worked on among employees, technically being viable for raising
productive development and for raising awareness within various goals. This is mainly focused
onto developing skills, communication metrics and subordinates group of actions profoundly
focused for researching better and vastly onto wider avenues which delivers faster growth. The
processes and purposes within learning organisation can be understood with vast creativity and
new metrics functioning onto new synergy of goals in actions, competitively developing within
industry and also for factoring growth. Organisation learning on other hand are focused on
outcomes and achievements pertaining onto vast measuring goals forcing to bring on new skill
completing synergy, technically being advanced and also for gaining vast innovation goals.
Organisational learning focuses on learning by experience and knowledge employees gather
from day to day activities with experiences and leveraging new functional experiences widely, in
contrast the learning companies’ focuses on enhancing competencies and capabilities of
employees further within business parameters (Adam Cobb, 2016)
Organisation learning is a process which is widely ongoing and the learning organisation
is structure widely focused onto innovative model, stronger dynamic functional goals and new
working synergy into actions. It can be further analysed that organisation learning emphasis on
the process of continuously improvement and preserving knowledge, whereas the learning
company structure emphasises on structural characteristics which enables to built on learning
hemisphere. The learning organisations work with four traits which are constant readiness to
learn innovation with high diversity of actions, continuous planning and further action learning
for gaining onto wider productive profits. They holds wide importance for adapting to new
changes within wide dynamic pace and higher formulation of strong vision within various
paradigms of actions and enforced learning opportunities for employees. Learning organisation
built on diverse working platforms where creativity of ideas within learning frame is high
among company models and effectively focused for attainment of new strengths. Its importance
can be understood by the way how employees turnover rates are maintained at low standards,

higher levels of productivity and actions pertaining onto efficiency levels with shared vision
where management aims to reach onto (Aida, 2016)
The learning organisation on other hand include systems thinking, personal mastery of
actions within fundamental vision of actions with high creativity and shared vision within team
parameters. The most important traits of learning organisation are collaborative learning culture
which enhances systems thinking, lifelong learning mindset where there is personal mastery
involved, develop work rooms within employees for higher quality innovation among various
paradigms, forward thinking leadership avenues and also knowledge sharing teams within
departments for stringent quality pattern actions. Learning organisations are widely focusing
onto paradigms which facilitate learning of its employees so that company can continuously
transform working actions, goodwill among consumers and actions working towards goals for
enabling them to remain competitive (Bartley and et.al., 2018). The learning companies
encourages to develop profound creative actions and yield onto parameters where working
innovation is highly growing onto wider goals, which encourages actions interconnected among
keen goals to be formulated with stringent innovation. It also enables employees to be diversely
active for bringing on commitment, strength within their ideas and higher synergy of actions
which create stronger actions and also potentially develop stronger outputs of actions. It
encourages new research abilities, higher innovation within all fundamentals and actions pooling
on keen progression within models onto diverse goals. The learning paradigms encourages to be
working with an interconnected way of thinking patterns under dynamic business scenario which
builds on success and community enhanced goals.
With changing global scenario there has been wide demand for organisations to work
with learning models which enable to yield onto working with complexity and uncertainty within
competitive paradigms onto where there are wide avenues available for market to reach onto
within sustainable business goals. Rate at which companies learn specially enables to be
sustainable competitive advantage of source building which further builds on keen synergy onto
operations (Bilong and et.al., 2018) Organisation learning opens up new doors for creativity to
be fundamentally taking stronger position competitively within new relative avenues, higher
position within industry and for wider consumer goodwill. Complexity within structure enable
for gaining onto higher order functional patterns with stronger vision and practical working

structure which develops new relative operational efficiency vastly. There are various examples
within global industry where learning organisations and organisation learning can be
differentiated onto wider reflective paradigms, creating new vision perspectives focusing onto
keen synergy goals and actions with wide synergy goals. Tesco is learning organisation where
innovation is continuously focused for bringing on new working avenues with continuous
functional strength within services, onto where consumer goodwill is targeted widely. The
brand widely focuses to motivate all employees and be widely focused for regaining higher
vision within company goals avenues, where higher training and development programs which
fulfil new scope of functional innovation and wider creative avenues by brainstorming goals and
actions which enable to pool on diverse actions.
M &S is one of the best example for organisation learning model focusing to indulge in
bringing on diverse actions with best synergy to inculcate employees and subordinates are able to
leverage higher creativity and goals within scope for competitive development. The brand also
aims to establish learning models with use of latest innovative business avenues and generating
wide functional innovation for stronger synergy pooling on resources. It is also known for
encompassing new vision formulation actively indulging on new ideas and creative actions,
potentially enhancing wider relative functional ethics and also programming new creative yield
synergy within new actions and developed structure (Bush, Bell and Middlewood, eds., 2019)
Aldi is also an example working with organisation learning models to function with focus to
improve learning, training and development platforms for employees and to actively indulge for
gaining stronger profit paradigms and gather new metrics to function with continuous
innovation which will enable to build new reflective synergy. These examples further enable us
to analyse how various reflectively paradigms differentiate various productive parameters
between learning organisation and organisation learning onto fundamental scope for gaining
onto wider goals and actions of financial profits. This has vastly changed various technical
progression where global business scenario is actively focusing onto wider platforms for training
employees, using new metrics of continuous effective structural goals and obtaining wider
innovation continuously through which stronger functional standards can be built on. It also
creatively enable companies to work with new dynamic vision and approaches where digital
scope is progressively heading.

CONCLUSION
Through this report’s findings, it can effectively be concluded that learning and
development operations are of immense importance towards the overall successful operations of
a business organisation over a sustained period of time because learning and development
operations allow for a business organisation to enhance and improve the overall skills,
experience, knowledge and competencies of their employees, allowing for the business
organisation to conduct its daily operations with increased productivity and performance. This
report initially analyses the concepts of organisational learning and learning organisations. Then
the report details the relationship between organisational learning and learning organisations.
Further the report critically analyses the difference between concepts of organisational learning
and learning organisations.

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